Montreal's Top Employers (2020) by Canada's Top 100 Employers

CAREBOOK

Taking a moment to catch up over coffee at Carebook Technologies, one of this year’s winners.

t Mon MEDIACORP

ye r s

CO-PUBLISHED BY

plo

’s T o p E m l a ré

Discover the search engine that brings you thousands of directemployer jobs every day – plus exclusive employer reviews from the editors of Montréal’s Top Employers. Last year, more than seven million people used Eluta.ca to find the latest job postings in their field.

†

Visit us today on your laptop or smartphone.

★★★★★ F I V E - S TA R J O B S E A RC H

† There were 7.3 million unique visitors to Eluta.ca (desktop and mobile) for the 12 months ended August 31, 2019. Source: Google Analytics.

® ELUTA is a registered trade mark of Mediacorp Canada Inc.

MONTRÉAL’S TOP EMPLOYERS 2020

l ’s T o p E m

ye r s

Mon

plo

réa

15 th Annual Edition

MONTRÉAL’S TOP EMPLOYERS 2020 Magazine Anthony Meehan, PUBLISHER

Editorial Team: MANAGING EDITOR

Kristina Leung, SENIOR EDITOR

For Montreal’s top employers, you can’t put a price on family

Stephanie Leung, ASSISTANT EDITOR

Chantel Watkins, JUNIOR EDITOR

Advertising Team:

Kristen Chow,

MANAGING DIRECTOR, PUBLISHING

Ye Jin Suhe,

CLIENT SUPPORT COORDINATOR

Vishnusha Kirupananthan, JUNIOR GRAPHIC DESIGNER

Sponsored Profile Writers:

Berton Woodward, SENIOR EDITOR

Brian Bergman Jane Doucet Sheldon Gordon Simon Hally Patricia Hluchy D’Arcy Jenish Bruce McDougall John Schofield Barbara Wickens

p On-site café at PSP Investments.

PSP

Richard Yerema,

M ontreal G azette

ontreal’s top employers know that making life easier for new parents translates to retaining employees. Over the past decade, many began providing staff with better parental leave. “I think we’ve seen a shift – we know how important it is, we’ve seen a shift towards more leave, and that’s a good thing,” said Andrea Gunraj, vice president of public engagement at the Canadian Women’s Foundation. She cites tireless advocacy as the reason. Through the Québec Parental Insurance Plan, new parents are eligible to receive up to 75 per cent of their salary for varying amounts of time, but employers recognize that earning less income while having to buy diapers, clothes, and everything else for a new baby is not ideal. To ease the stress, many, like L’Oréal Canada, offer top-up payments. “These employers are saying ‘You know what, we can top up that to make it economically still viable, and it makes us as an employer invest in you and your kids’,” said Richard Yerema, who oversaw Mediacorp Canada’s yearly “Canada’s Top 100 Employers” project. At L’Oréal, both adoptive and birth mothers are entitled to top-up payments reaching 100 per cent salary for 17 weeks.

At Canada Economic Development for Quebec Regions (CED), new mothers are afforded top-up payments reaching 93 per cent of their salary for 52 weeks, while new fathers and adoptive parents are offered the same percentage for 37 weeks. The Laurentian Bank Financial Group (LBFG) provides top-up payments to 100 per cent salary for 18 weeks for new mothers, and five days for new fathers and adoptive parents. “We’ve looked at our competitive positioning in the market, and we understand that this is basically one of the rich plans that can be provided to our employees,” said Alex Teijeira, senior vice-president of human resources at LBFG. “And it really helps for our prospective candidates as well.” According to a Statistics Canada report, in 2008, 96 per cent of mothers provided with top-up payments from their employers returned to work for the same institution once their leave came to an end. “I think employers have figured that out,” Yerema said. “It helps in the retention aspect of HR… To offer such benefits is to provide that kind of assurance that we’re with you, we’ll help you raise your children, we’ll help you in this stage as you transition into becoming a parent. I think that sends a

CAN’T PUT PRICE ON FAMILY

Cont.

UdM

very supportive message to the individuals. It’s a benefit that’s not everywhere, but it’s here.” Teijeira explained that in addition searching for competitive salaries and benefits when seeking employment, people also take wellness into consideration. Wellness refers to several aspects of a person’s life, such as their physical, emotional, social, financial and mental wellbeing. “Employees respond extremely strongly to a wellness agenda, and I think this fits extremely well in helping families take the time required for nursing their newborn children,” Teijeira said. “I do believe one of the reasons we’ve seen this benefit grow over the last 10-15 years is just simply because of that. It is an attractive benefit, it sends very positive message,” Yerema said. Gunraj pointed out that by allowing parents to spend time at home caring for their children during critical years, employ-

Staff members at the annual Rector’s Awards reception at the Université de Montréal.

ers are investing in the future. “Just getting a parent back to work (right away) interferes with a child’s ability to grow up and develop and be able to become workers themselves,” Gunraj said. “This idea of prioritizing the early years, making sure kids get the nutrition that they need, the love they need, the support, the mental stimulation, all those things. It becomes really important in the early years, because then it sets them up for the rest of their lives.” Yerema said that when the Top 100 began 20 years ago, the percentage of employers in Canada who offered top-up payments for parental leave was less than half. “Virtually all of the top 100 today in Canada have something there,” he said. Teijeira said LBFG recognizes that it must adapt its policies to an ever-changing world. “What we want to do, is to do a review, because even if this policy has been there since 2001, modernizing means, how can we ensure that it continues to be relevant for the new crowd?” he said. — Katelyn Thomas

CAE

MONTRÉAL’S TOP EMPLOYERS 2020

p CAE staff take part in the ‘March of 1,000 Umbrellas’ for Centraide.

BFL

MONTRÉAL’S TOP EMPLOYERS 2020

p Staff at BFL Canada enjoy a lighter moment in the cafeteria at the company’s Montréal head office.

The following organizations have been chosen as Montréal’s Top Employers for 2020 (employee counts refer to full-time staff only):

A B

IR CANADA, Saint-Laurent. Airlines. 28,889 employees. Provides discounts on air travel to employees and also extends the program to family members and friends.

CF LLP, Montréal. Law firms. 502 employees. Encourages ongoing employee education with financial bonuses for some course completion, ranging from $3,500 to $5,000.

BDC / BUSINESS DEVELOPMENT BANK OF CANADA, Montréal. Specialized banking. 2,338 employees. Recently added parental leave top-up payments for new dads and adoptive parents to 100 per cent of salary for six weeks. BEACONSFIELD, CITY OF. Municipal governments. 86 employees. Helps

sharp through in-house training and tuition subsidies for outside courses, whether or not directly related to their current position.

employees prepare for the future with retirement planning assistance and contributions to a defined benefit pension plan. BEHAVIOUR INTERACTIVE INC., Montréal. Video games. 475 employees. Offers generous referral bonuses as an incentive for employees to recruit friends, ranging from $1,000 to $5,000 for successful hires.

BLUE CROSS CANASSURANCE GROUP, Montréal. Health and medical insurance. 426 employees. Along with maternity leave top-up payments for 17 weeks, new moms can opt to extend their leave into an unpaid leave of absence.

BELL CANADA, Verdun. Communications. 38,606 employees. Increased maternity and parental leave top-up for new mothers to 70 per cent of salary for 36 weeks as well as parental top-up for new fathers and adoptive parents, to 70 per cent of salary for up to 19 weeks.

BROADSIGN CANADA COMPANY, Montréal. Outdoor advertising. 175 employees. Organizes a variety of social events throughout the year, including snow tubing, wine and cheese tastings on Fridays, team go karting, and a spring sugar-shack outing, to name a few.

BFL CANADA RISK AND INSURANCE INC. Montréal. Commercial insurance brokers. 684 employees. Encourages employees to keep their skills

AE INC., Saint-Laurent. Aviation and defence systems. 4,217 employees. Hosts an annual wellness fair, which recently included a

Total Health Index survey to help employees develop individual health management plans. CANADA ECONOMIC DEVELOPMENT FOR QUEBEC REGIONS / CED, Montréal. Federal agency for economic development. 340 employees. Offers generous maternity and parental leave top-up for new mothers, fathers and adoptive parents, to 93 per cent of salary. CANADIAN NATIONAL RAILWAY / CN, Montréal. Railroads. 18,116 employees. Operates an employee- and pensioner-run Community Fund, which has raised over $17-million in the past decade for charities and community initiatives. CAREBOOK TECHNOLOGIES INC., Montréal. Pharmacy industry software. 29 employees. Supports ongoing education with generous tuition subsidies for courses taken at outside academic institutions, to $4,000 annually.

MONTRÉAL’S TOP EMPLOYERS 2020

2020 WINNERS

Continued

CCM

CATELLI FOODS CORP., Montréal. Pasta manufacturing. 409 employees. Helps employees save for the future with matching RSP contributions and also extends health benefits to retirees, with no age limit. CCM HOCKEY, Saint-Laurent. Sporting goods. 334 employees. Head office features hockey decor, complete with a “centre ice” lounge area and a penalty box themed collaborative space as well as an onsite fitness facility. CHARLES RIVER LABORATORIES MONTRÉAL ULC, Senneville. Medical research. 1,458 employees. Maintains an Innovation Fund to promote internal creativity and entrepreneurism through funding, mentorship and dedicated time for exploring/developing new ideas. CIUSSS WEST-CENTRAL, Montréal. Regional healthcare authorities. 6,223 employees. Offers up to four weeks of paid starting vacation and considers previous work experience when setting individual vacation entitlements. CLARINS CANADA INC., Laval. Cosmetics. 189 employees. Employees can exercise choice in determining their health benefits coverage through a health spending account of up to $1,000 annually. CONCORDIA UNIVERSITY, Montréal. Post-secondary educational institutions. 2,881 employees. Provides exceptional family-friendly benefits, including top-ups for a full year for new mothers and parental leave top-up for fathers and adoptive parents for 37 weeks.

p Employees in the hockey-themed staff

lounge at CCM Hockey in St-Laurent.

q Employees at CSL Group monitor the progress of the company’s ships around the world (Photo: J. Alvoeiro).

COOP FÉDÉRÉE, LA, Montréal. Memberowned cooperatives. 14,425 employees. Provides retirement planning assistance and phased-in work options for those nearing retirement. CROESUS FINANSOFT, Laval. Finance software. 195 employees. Offers matching RSP contributions and lets employees share in the company’s success through a year-end bonus program.

ANONE CANADA, Boucherville. Dairy food products. 498 employees. Organizes the ‘Danoners

CSL GROUP

CSL GROUP INC., Montréal. Shipping. 517 employees. Offers retirement planning assistance and extends health benefits to retirees, with 100 per cent premium coverage and no age limit for most employee groups.

MONTRÉAL’S TOP EMPLOYERS 2020

LAURENTIDE

IMPERICAL TOBACCO CANADA LTD., Montréal. Cigarette manufacturing. 487 employees. Offers a variety of financial incentives, including new employee referral bonuses, signing bonuses for some employees and year-end bonuses for all. IVANHOÉ CAMBRIDGE INC., Montréal. Property management and investment. 1,083 employees. Manages a formal wellness program that offers everything from financial planning sessions to online discussions with nutrition experts.

EURIG DR PEPPER CANADA, Montréal. Single-serve coffee and equipment. 1,481 employees. Helps employees save for the future with the choice of a defined contribution pension plan or a group registered retirement savings plan. KRONOS INCORPORATED, Montréal. Software applications. 355 employees. Employees enjoy a unique unlimited vacation policy and can take advantage of flexible hours and telecommuting options.

’ORÉAL CANADA INC., Montréal. Cosmetics. 1,479 employees. Head office features a chic new cafeteria (Le Marché) with a full-time chef who prepares healthy meals each day. LANDRY ET ASSOCIÉS, Montréal. IT security consulting. 18 employees. Encourages ongoing development with generous tuition subsidies for courses related and indirectly related to an employees’ current role.

LAROCHELLE GROUPE CONSEIL INC., Montréal. Information technology consulting. 124 employees. Offers generous referral bonuses as an incentive for employees to recruit friends, up to $4,500 per successful hire.

p Testing a new valve

assembly at Laurentide Controls in Kirkland.

2020 WINNERS

Continued

World Cup’ providing employees with the chance to engage in friendly soccer competition with their global peers. DASSAULT SYSTÈMES CANADA INC., Montréal. Software applications. 279 employees. Supports ongoing employee development with tuition subsidies for job-related courses, to $3,000 per year.

EDNAV LIMITED, Montréal. Shipping. 185 employees. Helps employees plan securely for the future with a defined benefit pension plan and health benefits that extend to retirees.

FRESCHE SOLUTIONS INC., Montréal. Information technology consulting. 198 employees. Helps employees balance their work and personal lives with alternative working arrangements, including flexible hours, telecommuting and compressed work week options.

ENETEC INC., Saint-Laurent. Software applications. 782 employees. Encourages employees to keep fit with free access to an onsite fitness facility that offers subsidized classes and individual fitness assessments. GILDAN ACTIVEWEAR INC., Montréal. Apparel manufacturing. 584

employees. Focuses its charitable efforts on education, active living, entrepreneurship and the environment, with matching employee donations to $500 annually. GROUPE DYNAMITE INC., Mont-Royal. Retailing. 1,512 employees. Manages an extensive ‘Showtime’ employee recognition program to honour and celebrate exceptional employee performance.

BWAVE SOLUTIONS INC., SaintLaurent. Wireless networking. 110 employees. Organizes a variety of social events throughout the year including a private screening of Star Wars, food trucks, a curling event and a sugar shack outing.

LAURENTIAN BANK FINANCIAL GROUP, Montréal. Banking. 3,034 employees. Provides maternity leave top-up payments for new mothers, to 100 per cent of salary for up to 18 weeks. LAURENTIDE CONTROLS LTD., Kirkland. Process control equipment. 252 employees. Hosts a dedicated career day for university students that includes interviews, a tour of the company’s facilities and a networking lunch. LUDIA INC., Montréal. Video games. 305 employees. Encourages employees to share in the company’s success with profit-sharing and encourages employees to recruit

MONTRÉAL’S TOP EMPLOYERS 2020

Continued

their friends with generous referral bonuses.

CGILL UNIVERSITY, Montréal. Post-secondary educational institutions. 6,404 employees. Helps employees make healthy choices by organizing learning sessions on topics such as mental health, nutrition, exercise, stress reduction and disease prevention. MCKESSON CANADA, Saint-Laurent. Healthcare services. 3,697 employees. Maintains a charitable focus on initiatives that improve the health of their employees, the community and the planet, matching employee donations up to $2,500.

AKISA INC., Montréal. Real estate software. 135 employees. Along with three weeks of starting vacation, employees receive up to five paid days off during the winter holidays. NESTLÉ NESPRESSO CANADA, Montréal. Single-serve coffee and equipment. 373 employees. Provides new hires with a Nespresso machine to enjoy at home and a monthly $100 credit to purchase company products. NETGOVERN INC., Montréal. Archiving and compliance software. 46 employees.

Offers flexible hours and paid personal days off to help employees balance work and personal commitments. NUANCE COMMUNICATIONS CANADA, INC., Montréal. Software applications for speech recognition. 730 employees. Organizes a wellness week fair to encourage employees to adopt healthy habits at home and at work.

FIZER CANADA ULC, Kirkland. Pharmaceuticals. 1,718 employees. Helps employees plan securely for the future with health benefits that extend to retirees, with no age limit and 100 per cent premium coverage. PHARMASCIENCE INC., Montréal. Pharmaceuticals. 1,439 employees. Offers academic scholarships for employees’ children, to $2,500 per child. POMERLEAU INC., Montréal. Construction. 1,648 employees. Offers referral bonuses as an incentive for employees who recruit friends, from $1,000 to $3,000 for successful hires. PSB BOISJOLI LLP, Mont-Royal. Accounting firms. 205 employees. Employees receive $1,000 annually with their health plan for fitness club subsidies or other health/wellness related expenses.

PUBLIC SECTOR PENSION INVESTMENT BOARD / PSP INVESTMENTS, Montréal. Pension funds. 857 employees. Supports a range of charitable initiatives annually, with employees donating approximately 4,500 volunteer hours on company time in past year.

ownership mentality through a share purchase plan that’s available to all employees.

ICHTER LLP, Montréal. Accounting firms. 492 employees. Offers generous referral bonuses ranging from $250 to $5,000 for employees who successfully recruit friends.

RIO TINTO, Montréal. Mining. 10,581 employees. Provides maternity leave top-up payments of up to 100 per cent of salary for 18 weeks and offers onsite childcare at its head office. RODEO FX INC., Montréal. Visual effects studios. 491 employees. Employees can relax and unwind in the employee lounge, which features arcade games, a pool table, foosball, a massage chair – and even a bar.

SIGVARIS CORPORATION, MontRoyal. Medical stockings. 63 employees. Offers summer employment and paid internships to help the next generation of talent gain career-level experience. BISOFT CANADIAN STUDIOS, Montréal. Video games. 5,001 employees. The Montréal studio features food truckthemed kitchenettes on each floor, an onsite fitness facility, and an employee lounge with video games, foosball and table hockey. UNIVERSITÉ DE MONTRÉAL, Post-secondary education. 5,418 employees. Supports lifelong learning with tuition waivers for employees as well as free access to on-campus conferences.

ANOFI CANADA, Laval. Pharmaceuticals. 1,957 employees. New employees receive three weeks of starting vacation allowance and move to four weeks after only four years on the job.

SAPUTO INC., Saint-Léonard. Dairy products and cheese. 5,165 employees. Encourages employees to adopt an

— Richard Yerema & Kristina Leung

IDÉOTRON LTÉE, Montréal. Communications, cable and subscription programming. 5,520 employees. Celebrates exceptional performance through an annual awards gala for outstanding employees, plus a separate event for retail employees who exceed sales goals.

p Top performers from the

retail group at Vidéotron Ltée recognized at the company’s annual gala reception.

VIDÉOTRON

2020 WINNERS

MONTRÉAL’S TOP EMPLOYERS 2020

BELL

p Bell Canada aims to raise awareness of mental health in workplaces

across Canada through the ’Bell Let’s Talk’ campaign. The initiative is one of the nation’s most successful and widely followed corporate social responsibility projects.

Mental health policies a priority for Montreal’s Top Employers, experts say

s society’s understanding of mental illness grows, experts say Montreal’s top employers have taken a leadership role in destigmatizing psychological well-being in the workplace. “The trend we’ve noticed over the last few years is the opening-up of the conversation about mental health in a work setting,” said Richard Yerema, who oversaw the development of Mediacorp Canada’s annual “Canada’s Top 100 Employers” project. This change in workplace culture takes several forms. L’Oréal Canada offers stress management programs, while real estate company Ivanhoé Cambridge Inc. provides free access to online video sessions that cover mental disorders. Meanwhile, McGill Univer-

M ontreal G azette sity recently introduced a certification training that teaches employees how to help someone in the midst of a psychological crisis. According to Yerema, by establishing these new strategies, the city’s employers are addressing mental health in a way that goes beyond anything seen in the history of Canadian business. “In the past, a mental health strategy could be represented by the bottle of rye in the side cabinet,” Yerema said. “It’s a reassuring aspect of humanity that we do learn, individually and collectively, that we might need to do a little better.” At accounting firm Richter LLP, doing better means offering benefits that are not just limited to physical health. As part of the company’s new benefits plan, employees can

use $1,000 to subsidize various wellness-related activities such as sports classes, painting, pottery and photography. The company also offers flexible hours to reduce stress and anxiety. Joanie Coutu-Bellerose, the performance manager at Richter, said she’s noticed an improvement in employee retention and engagement since implementing these new policies. “Businesses have to learn to become more human,” she said. “In the past, business was about making a profit. But now, companies need to be more sensible and understanding to keep their employees.” At Bell Canada, wellness initiatives have also improved employee recruitment. Mary Deacon, the chair of the Bell Let’s Talk

campaign, said many employees tell her they chose to work at Bell due to the company’s commitment to raising awareness of mental illness. “At Bell, our initiatives ensure that our employees feel as comfortable talking about their mental health as they do with their physical health,” Deacon said. “And that’s the way it should be.” But whereas Bell opts for mandatory wellness training and an extended coverage on mental health benefits, companies like accounting firm PSB Boisjoli LLP prove that even small measures go a long way. The firm organizes lectures with mindfulness professionals, exercise activities and nutrition info sessions to help employees adopt healthy habits.

“We get so caught up in our routine that we sometimes forget to stop and breathe,” said Marisa Rezzara, the vice-president of human resources at PSB Boisjoli LLP. “Something as small as a free meal can make a world of difference for one’s mental health.” Meanwhile, employers like the Business Development Bank of Canada (BDC) demonstrate that it’s not just about what you do; it’s about who you partner with. The financial institution recently conducted a study with the Canadian Mental Health Associated to better understand the psychology of entrepreneurs. After surveying over 500 businesses, the BDC found that at least two-thirds of entrepreneurs reported feeling depressed at least once a week.

p BDC employees celebrating the bank’s 75th anniversary at its Montréal head office.

“Because entrepreneurs are seen as invincible superheroes, they’re less open to discussing their issues,” said BDC Chief Marketing Officer Annie Marsolais. “Now that we know there’s a problem, we can implement solutions.” But while these top employers may vary in the specifics of their solutions, they all said they want to contribute to a better understanding of mental health in the workplace. “If there were specific things that you could do to create an environment where your employees were more productive, then why wouldn’t you do those things?” Deacon said. “Offering mental health services just makes sense, on an individual level and a corporate level.” – Daniel Sucar

p Connecting with

BELL

Cont.

customers at Bell Canada.

BDC

MENTAL HEALTH PRIORITY

MONTRÉAL’S TOP EMPLOYERS 2020

It’s still true: join Air Canada and see the world

hen you think about people who work at Air Canada, it’s hard not to think of the privilege that everybody else envies: the opportunity to fly on a space-available, standby basis to pretty well anywhere in the network. Paris for the weekend? Let’s go! So it must be doubly enviable to be Michelle D’Errico, employee travel care specialist, because she not only enjoys the privilege, she helps people use it. “It’s a big perk, especially for people who have a passion for travel,” she says. “I think most employees enjoy our travel privileges. And we encourage them to make the most of it.”

“I think most employees enjoy our travel privileges. And we encourage them to make the most of it.”

MICHELLE D’ERRICO, EMPLOYEE TRAVEL CARE SPECIALIST AT AIR CANADA

__ Michelle D’Errico Employee Travel Care Specialist

D’Errico says that in times past, employees would simply show up at the airport and see if the flight they wanted was available on standby. Now, people use an online system, with a profile that follows them through their career, to get on a flight’s waiting list. But unless it’s an unusually empty aircraft, they still won’t get confirmation they can board until they actually get to the airport. “Obviously we prioritize our customers first,” she says. “So you have to have a plan, and if you can’t get to Paris, maybe there’s another country in Europe you can go to.”

Based at headquarters in Saint Laurent, D’Errico started at entry level in the Air Canada call centre in 2017 after working at other jobs following university. “It really was an entrance point, a foot in the door,” she says. A year later, she moved to a new position, and about six months after that, got her current job. “If you have a good work ethic, and a will and ambition to move within the company, there is a lot of opportunity,” she says. Arielle Meloul-Wechsler, senior vice president people, culture & communications, says the flight privileges that

D’Errico helps manage are something Air Canada is happy to offer. “As we say, we have a perfectly perishable product once that aircraft takes off. We can’t sell off those unused seats the next day.” She looks forward to growing the team in Montréal once the company’s purchase of Air Transat is complete. And many new tech people are working at stylish offices in downtown Montréal as digital operations expand. “There are opportunities for a wide variety of traditional and less traditional jobs,” says Meloul-Wechsler. And all of them come with travel privileges. 

28,889 9,744 273,072 17

FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR WEEKS, MATERNITY LEAVE TOP-UP PAY

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Air Canada

ENSEMBLE VERS DE NOUVEAUX SOMMETS

ACHIEVING NEW HEIGHTS TOGETHER

Nous sommes fiers d’avoir été classés parmi les meilleurs employeurs de Montréal pour 2020, fiers que nos efforts constants pour porter #HautLeDrapeau soient ainsi reconnus.

We’re proud to have been chosen as one of Montreal’s Top Employers for 2020 and recognized for our efforts to #FlyTheFlag in everything we do.

MONTRÉAL’S TOP EMPLOYERS 2020

At BCF, the employee experience takes precedence

hile some students know the type of law they want to practise well before they graduate, others take longer to find their niche. That’s how things stood for Sarah Hébert-Tremblay in her third year of law school at the University of Ottawa. Then she went to work as a summer student in the Montréal office of BCF LLP, Canada’s fastestgrowing law firm since 1995. Hébert-Tremblay had found her calling. “BCF has an intellectually stimulating, entrepreneurial environment,” she says. “Not only that, everybody in every position, no matter how senior, is so friendly and helpful.”

“BCF has an intellectually stimulating, entrepreneurial environment.”

BCF LLP AT THE JURI COURSE, AN ANNUAL RACE THAT RAISES MONEY FOR PRO BONO CAUSES

__ Sarah Hébert-Tremblay Associate

After returning as an articling student in 2017, Hébert-Tremblay is now an associate with the intellectual property law team where she focuses on trademark and copyright law. She also has close ties with colleagues throughout the firm thanks to BCF’s many team-building activities. “I really feel I’m part of a bigger team,” says Hébert-Tremblay, who helps organize weekly happy-hour gatherings. It’s one of many fun events throughout the year that include barbecues, milestone celebrations and sports events. Other events encourage employees to push their limits. In April, Hébert-Tremblay will set out with approximately 30 BCF employees to climb Mount Washing-

ton in New Hampshire, the highest peak in the U.S. northeast. “The employee experience really is a priority,” says Caroline Bilodeau, chief human resources officer. The activities, she says, help strengthen connections among varied employees, including lawyers in different fields of practice, notaries, paralegals and other professionals and employees. Collaborating is essential on the multidisciplinary teams that BCF forms to find innovative solutions that serve each client’s unique needs. “We have a real passion for contributing to the success of our clients,” adds Bilodeau. BCF is equally committed to the

success of its employees and offers a wide range of professional development programs designed to support all employees in reaching their full potential. Giving back is also a priority. In addition to donating two per cent of revenues to charitable causes, BCF encourages volunteerism. In September, senior business development advisor Jean-Michel Tartu was among 40 BCF employees who ran the Juri Course, an annual race that raises money for pro bono causes. That sense of social responsibility featured in Tartu’s reasons for joining BCF in 2017. He also appreciates that he’s considered a valuable member of the team. “The

Tomorrow starts today

spirit of teamwork makes all the difference in our projects,” says Tartu. 

510 66.5% 18 200

FULL-TIME STAFF IN CANADA OF EMPLOYEES ARE WOMEN DIFFERENT LANGUAGES SPOKEN CHARITIES HELPED LAST YEAR

This story was produced by Mediacorp in partnership with Postmedia, on behalf of BCF LLP

MONTRÉAL’S TOP EMPLOYERS 2020

Workplace culture drives innovation at Bell Canada

aude Cloutier began working at Bell right out of school, taking on a telephone sales position with the company’s residential services group. Now, more than a decade later, she is a manager of employee services, overseeing a team of nine who administer Bell’s employee discount plan, retirement programs and other services. “I’ve been able to grow in my career with the support of leaders and colleagues,” says Cloutier. “It’s impressive how team members in different parts of the business and locations across the country work together. There are so many resources and opportunities to learn and collaboration has been key.”

“Bell believes in putting our team members in the best position to succeed.” — Karine Moses Vice Chair, Québec & President, Bell Media Québec Bell’s investment in its employees ranges from programs focused on recent graduates, workplace mental health, diversity and inclusion, upskilling and ongoing career development. “Bell believes in putting our team members in the best position to succeed,” says Karine Moses, vice chair, Québec and president, Bell Media Québec. “To do that, we’re continuing to work to create more dynamic work environments with the support and opportunities that enable employees to achieve their full potential.” That kind of workplace culture is also helping drive innovation at Canada’s largest communications company.

BELL INVESTS IN TEAM MEMBERS THROUGH PROGRAMS FOCUSED ON MENTAL HEALTH, DIVERSITY, NEW GRADS, CAREER DEVELOPMENT AND MORE Founded in Montréal in 1880, Bell remains at the heart of Québec’s innovation sector, leading investment in communications infrastructure and research and development, here in the province and across Canada. Bell is helping to make Montréal one of North America's most connected centres by providing the fastest Internet speeds available with all-fibre links to more than a million homes and businesses. Across the country, Bell supports its more than 50,000 employees with award-winning programs including leadership training, mentorship and learning opportunities, and an unprecedented commitment to workplace mental health coverage and support programs. For Cloutier, the combination of resources, variety of career opportunities and

Give your career a boost. Join a winning team. Apply today at bell.ca/careers Follow us @bell_jobs

emphasis on teamwork and development have kept her at Bell since starting her career more than 15 years ago. “I interact with people from Digital, IT, HR, Security. Everyone works together to achieve a goal. The company’s evolving along with our industry and we’re communicating as a team across disciplines better than ever.” Moses, who has been based in Montréal for her entire Bell career, agrees. “Bell is a great employer in an exciting sector. We provide employees with a positive workplace with multiple opportunities to learn and grow in different areas of the business.” “When I started, I thought I’d stay until I found out what I wanted to do with the rest of my life,” Cloutier says. “I’m still here, and I feel grateful for that. Not every company allows you to advance along your

own path in new directions – but with Bell, I’ve grown and succeeded, and I can see that continuing.” 

52,000 $537M 36 24/7

EMPLOYEES ANNUAL R&D INVESTMENT WEEKS MATERNITY & PARENTAL LEAVE TOP-UP ACCESS TO EMPLOYEE & FAMILY ASSISTANCE PROGRAM

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Bell Canada

your career just got better

MONTRÉAL’S TOP EMPLOYERS 2020

Employee empowerment lights the way at Broadsign

hat happens when a middle manager has a bright idea, inspires his colleagues to help bring his vision to life, and then presents the all-but-complete project to the boss for approval? If you’re Burr Smith, CEO of Broadsign, you give the green light. That chain of events took place in September when the employee wanted the tech company to show its support for the massive climate rally about to take place right outside Broadsign’s office. Broadsign specializes in cloud-based digital signage software and hardware solutions. Within a few hours, the ad hoc group had created a series of inspirational messages and arranged for them to appear on signage along the climate change protesters’ route through Montreal. Smith happily approved the unexpected expense. “How can you not be proud of a group of passionate, motivated people who have the talent and skills to move the ball forward on something so important?” he explains.

“The office is very open. The important thing is, what cool ideas can you bring to the table?”

__ Spencer Arbour Automation Developer

That’s in keeping with the big picture at Broadsign, where empowering employees is a deeply held core value. This includes providing the tools and resources people need to fully develop their professional skills, such as continuing education, attending seminars and conferences, and on-site language courses.

BROADSIGN EMPLOYEES ENJOYING THE ANNUAL SUMMER BARBECUE

Empowered employees, Smith notes, are also engaged employees. That, in turn, helps create a workplace that’s fun, dynamic and trustworthy, and where people feel emboldened to innovate and get stuff done. “We make great things happen,” says Smith, citing another core value. Broadsign is at the forefront of out-ofhome marketing technology. Its platform gives media publishers and advertisers the means to connect with audiences in airports, shopping malls, health clinics, transit systems, and more. In all, Broadsign’s network includes some 425,000 classic signs and 187,000 digital screens in more than 80 countries.

For Spencer Arbour, the opportunity to work with Broadsign’s cutting-edge technology played a key role in his to decision to move from Vancouver in 2018. “I thought it would be a really good challenge,” he says. He was right. Arbour is an automation developer in the R&D department, where he’s part of the automation testing systems team. Before Broadsign introduces new features, his team tests for functionality and compatibility with its older systems that customers may still be running. Along with stimulating work, Arbour says he also enjoys the relaxed, collegial atmosphere. “The office is very open,” he

says. “The important thing is, what cool ideas can you bring to the table?” 

175 225 4,000 4

FULL-TIME STAFF IN CANADA FULL-TIME STAFF WORLDWIDE JOB APPLICATIONS RECEIVED LAST YEAR WEEKS, STARTING VACATION ALLOWANCE

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Broadsign

BE BRIGHT. BE BOLD. Our mission to light up the world begins with you. BROADSIGN.COM/CAREERS

MONTRÉAL’S TOP EMPLOYERS 2020

Coffee and technology spark connections at BDC

hen Vanessa Marussi, coordinator of disbursements, joined Flavie Côté, senior advisor in media relations, for a latte and a chat, the pair had never crossed paths before at the Business Development Bank of Canada (BDC), Canada’s only financial institution devoted exclusively to entrepreneurs. The chat was part of the Young Women at BDC Network’s Espresso Initiative, where people interested in meeting new colleagues from across Canada were randomly matched up based on common interests with someone within the company they didn’t know before, connecting in person or by video conference over a steaming beverage. Then they posted a summary about it on Yammer, the company’s internal social media. The idea was a hit.

“It's a simple initiative — just grabbing a coffee — but it created a great sense of pride within the organization. We're building new relationships.”

__ Marie-Chantal Lamothe Chief Human Resources Officer

“This is a person I’d probably never have dealt with,” says Marussi. “We had a nice conversation about what we do at BDC and our travel experiences. Sometimes we're just in a bubble with our own team and this gave us an opportunity to branch out and see other teams’ reality. Our president did it too!” “It’s a simple initiative – just grabbing a coffee – but it created a great sense of pride within the organization,” says

BDC SQUARE IN MONTREAL — A CENTRAL HUB WHERE EMPLOYEES AND CLIENTS COME TOGETHER TO CONNECT Marie-Chantal Lamothe, chief human resources officer. “We’re building new relationships. We got great feedback about it from so many people. In fact, more than 350 employees participated.” BDC has a multitude of channels to connect people outside and within the organization, such as video conferencing, emails, instant messaging and video phone calls on computers and smartphones. The bank’s internal communications team updates its internal news site daily and the president regularly addresses staff, welcoming open questions on any topic which he or senior management answer personally. “Our employees are passionate about

the success of the Canadian entrepreneur and that creates a collaborative culture across the organization,” says Lamothe. “Technology enables us to instill a sense of proximity and build employee engagement. “The video phoning is a great example because literally when you call a colleague, you see the colleague on the screen,” she says. “Then you actually get to know who you’re meeting in the elevator and can strike up a conversation. There’s a really strong philosophy here about being close despite having teams located across Canada.” Marussi agrees, saying it helps her develop a better relationship with people. “The advantage is in seeing someone’s facial

expressions,” she says. “You feel connected even if you’re not physically there.” 

2,338 504 35,948 41%

FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR OF MANAGERS ARE WOMEN

This story was produced by Mediacorp in partnership with Postmedia, on behalf of BDC

MONTRÉAL’S TOP EMPLOYERS 2020

CN's track record for mentoring employees is strong

n 2016, after getting his bachelor’s degree in electrical engineering from Concordia University, Joseph Gatto experienced what he considers a great stroke of luck: he got a job at CN headquarters in Montréal, which houses the railway company’s Information & Technology (I&T) hub. He was hired into CN’s I&T graduate program, in which young recruits spend about two years rotating through several I&T departments to get a holistic understanding of the organization. “It's a great company for a young professional who’s just graduated,” he says, adding that CN also has summer I&T internships for students. “Figuring out what you want to do can be very overwhelming, and the I&T graduate program is a great way to get your foot in the door. The managers do a fantastic job of coaching and mentoring, and CN provides and pays for training.”

“The company wants to make sure everybody is engaged in their work, the idea being that if you're a happy employee, you will play a greater part in CN's success.” __

Nathalie Bonin Senior Manager, Enterprise Architecture Gatto’s seven placements included what is now the Security Operations Centre. He felt an affinity for that challenging, dynamic work and is now a cybersecurity analyst. “Since joining CN, I’ve built a wealth of knowledge and I continue to learn so much,” he says. CN isn’t just a terrific place if you’re a novice employee. For Nathalie Bonin, an I&T specialist of 28 years who in May 2019

INFORMATION & TECHNOLOGY INTERNS AND THEIR MENTORS AT THE MONTRÉAL HEADQUARTERS OF CN was hired to be CN’s manager of enterprise architecture – charged with using data and technology to help the company achieve its business goals – CN’s digital transformation suited her expertise perfectly. She joined at a time when North America’s only transcontinental railway and leading supply-chain service company was undergoing vast modernization that includes adoption of leading-edge technology. “It has been truly invigorating for me to be part of CN’s vision of becoming the digital railway of the future,” she says. Both Bonin and Gatto also appreciate CN’s downtown location. Many of their colleagues benefit from the on-site daycare.

There’s also a cafeteria and gym. “And it’s basically around the corner from all the commuting options you can take,” says Bonin. “There are outdoor green spaces and shops nearby; every service you need is really handy.” But more important, both employees say CN is a place where you can build a career. “The company wants to make sure everybody is engaged in their work, the idea being that if you’re a happy employee, you will play a greater part in the company’s success,” Bonin points out. “I can easily see myself staying at CN until I retire – there are so many interesting things to do and great co-workers.” 

18,000+

FULL-TIME STAFF IN CANADA

136,000

JOB APPLICATIONS RECEIVED LAST YEAR

39 80%+

YEARS, AVERAGE AGE OF ALL EMPLOYEES OF EMPLOYEES ARE ALSO CN SHAREHOLDERS

Mediacorp in partnership with Postmedia, on behalf of Canadian National Railway

Get your career moving CN.ca/careers

MONTRÉAL’S TOP EMPLOYERS 2020

Charles River staff thrives in and out of the lab

udrey Saumure Di Fruscia is on call 24/7. As a research scientist at Charles River Laboratories, Inc. in Senneville, on the West Island, the McGill science graduate is in charge of many of the pharmaceutical studies done by the multinational contract research organization. Usually, if something unforeseen happens at the lab after-hours, she can handle it by phone or email. “I have to be reachable at all times,” she says, “but the job also gives me the flexibility to integrate my personal life with my work schedule.”

“We have highly dedicated teams that are so motivated in contributing to breakthrough research for the betterment of humanity.”

__ Michelle Brien Director of Human Resources

Furthermore, she emphasizes, “it’s really gratifying to know that a new drug was approved by the U.S. Food & Drug Administration and that you helped make that happen.“ (Di Fruscia not only designs the study and coordinates the work on it but writes a report for submission to the FDA.) She typifies the company’s strong employee engagement, says Michelle Brien, director of human resources. Charles River has 2,100 staff in the Montréal area, and 200 in Sherbrooke. “We expect to hire for 300 positions in 2020. A big proportion of these will likely be lab technicians and analysts.” In addition to roles demanding a life sciences degree, other hires may be for finance, quality, IT and sales. Some 43 per cent of the workforce was

CHARLES RIVER LABORATORIES FOCUSES ON CONTRIBUTING TO BREAKTHROUGH RESEARCH WHILE STILL EMPHASIZING A COLLABORATIVE WORKPLACE CULTURE hired in the past five years, says Brien. “It shows in the diversity – by age, gender and ethnicity.” Women comprise 64 per cent of employees – and 60 per cent of the Canadian executive team. Whereas industry turnover averages 12 per cent, Charles River has a rate of only six per cent. “We have seen a decline in staff turnover due to the focus we have placed on employee engagement,” says Brien. The organization has initiated a two-day on-boarding program for new hires. It includes an introduction to the company and a tour of the facilities. Managers from the different business units make presentations.

jobs.criver.com

Each new hire is assigned a “buddy” to help them through their first 100 days. Management holds quarterly town hall meetings, with the agenda based on input from staff. At every town hall, a video shows a day in the life of an employee. In addition to the 300 or more employees who attend the sessions in person, others can access a recording on the company's intranet. “We have highly dedicated teams that are so motivated in contributing to breakthrough research for the betterment of humanity,” says Brien. “Our workplace culture is caring, collaborative and collegial.”

2,293 457 42 60%

FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR YEARS, LONGEST-SERVING EMPLOYEE OF EXECUTIVE TEAM ARE WOMEN

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Charles River Laboratories Inc.

MONTRÉAL’S TOP EMPLOYERS 2020

Concordia University aims to strike a perfect balance

ne thing that really strikes Krista Byers-Heinlein about working at Concordia University is how much respect there is for work-life

balance. “There’s a perfect understanding that we have different personal lives, whether you need to do daycare drop-off and pick-up, or go home to walk your dog,” says Byers-Heinlein, an associate psychology professor and a Concordia University Research Chair. “We all work hard to achieve great things, but there’s also real respect for individual needs. Since I have a young child, there’s a willingness to make a teaching schedule that fits with my family life, and that’s seen as totally normal and routine.”

“In my nearly 10 years here, I've felt this shift for embracing research, transforming Concordia into an institution that values both teaching and research.”

__ Krista Byers-Heinlein Associate Psychology Professor & Concordia University Research Chair

As Byers-Heinlein studies bilingual children, she says culturally rich Montréal and Concordia are a great fit. While English is the primary language of instruction, the university itself is a bilingual environment full of French and English day to day. She also finds the atmosphere very collegial, a place where senior administrators know your name, and appreciates the exceptional support for her research. Besides customizing a lab space for her that’s baby safe, with change tables in the men’s and women’s washrooms for parents,

KRISTA BYERS-HEINLEIN ENJOYS WORKING AT CONCORDIA BECAUSE THE UNIVERSITY VALUES BOTH TEACHING AND RESEARCH the university provides free parking spots for research participants – something colleagues at other universities usually pay for. “In my nearly 10 years here, I’ve felt this shift for embracing research, transforming Concordia into an institution that values both teaching and research,” she says. “As a newer researcher, who's counting every penny when it’s so hard to get grant funding, having a resource like parking may seem trivial, but it's a really big deal.” “The work culture at Concordia tries to be very supportive of staff,” says Graham Carr, interim president and vice-chancellor. “As Canada’s next-generation university, we think about what's next in

research and academic programs, but we also want to think about what's next in how we relate to our employees. This is an important topic, particularly in a context where the nature of work is expected to change dramatically.” Carr believes the most unique characteristic of the university is its commitment to openness and innovation. “We're a university that’s always been accessible to talented individuals regardless of their background,” he says. “We are one of the most diverse universities in Canada in terms of languages and cultural background. That cultural and linguistic diversity is also reflected in large segments

of our workforce. It's a real asset for us and part of what helps us to be innovative.” 

2,881 57 4 54.3%

FULL-TIME STAFF IN CANADA YEARS, LONGEST-SERVING EMPLOYEE WEEKS, STARTING VACATION ALLOWANCE OF MANAGERS ARE WOMEN

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Concordia University

MONTRÉAL’S TOP EMPLOYERS 2020

Staff can sail far at Canada Steamship Lines

hen Anita Lambe stepped aboard the Canada Steamship Lines vessel MV Pineglen 13 years ago, she was just a first-year nautical cadet, but she knew she wanted to pilot such a ship one day. “To say I was in awe is an understatement,” says Lambe, now a captain with the Montréal-based company, which operates 47 ships transporting dry bulk cargo around the world. “I was excited at the thought of learning how the masters on the Great Lakes manoeuvred these great vessels in the confined waters of the Seaway locks system.”

“If you have the motivation and drive to grow within CSL, we'll give you all the tools, coaching and mentoring you'll need to make it to the top.”

CANADA STEAMSHIP LINES (CSL) OFFERS A BROAD RANGE OF TRAINING PROGRAMS TO HELP CADETS BECOME CAPTAINS AND INTERNS BECOME SENIOR MANAGERS

__ Stéphanie Aubourg Vice-President of Human Resources

Lambe, now a relief captain on the CSL ships Whitefish Bay and Thunder Bay, credits her rise to the company’s focus on training and developing employees: “I have learned from amazing crews and captains who taught me not only about the mechanics of shipping but also how to move cargo safely and efficiently.” Stéphanie Aubourg, vice-president of human resources, explains that the organization takes pride in offering people not just a job, but a career with many opportunities for advancement. She notes that CSL employees are encouraged to take advantage of a broad range of professional

development programs, which has helped cadets become captains and interns become senior managers. “If you have the motivation and drive to grow within CSL, we’ll give you all the tools, coaching and mentoring you’ll need to make it to the top,” Aubourg says. Selected employees are also invited to gain broader organizational experience, Aubourg adds, which includes sending young naval architects and engineers overseas to supervise vessel construction projects, or getting them to work on innovative technologies that are transforming how the company operates.

Aubourg also points to CSL’s generous benefits plan and “family vibe” as sources of good employee morale and engagement. “CSL is a family-owned company and our culture and values reflect that,” she says. “The safety and well-being of all our employees is our most important priority – and everyone looks out for one another.” Employees are regularly canvassed on what’s working and not in the workplace so that any problems can be dealt with quickly. “We aim to build a workplace built on trust and openness,” Aubourg says, “and the valuable input of our employees is a great tool to achieve that.” 

517 2,000 43 55%

FULL-TIME STAFF IN CANADA JOB APPLICATIONS RECEIVED LAST YEAR YEARS, LONGEST-SERVING EMPLOYEE OF MANAGERS ARE WOMEN

This story was produced by Mediacorp in partnership with Postmedia, on behalf of CSL Group Inc.

MONTRÉAL’S TOP EMPLOYERS 2020

Trust and respect are key at Dassault Systèmes

ohn Karagiannis has held several positions at Dassault Systèmes Canada since joining the Montréal office of the global 3D software company in 2006 as an application consultant. Perhaps his favourite role has been external and volunteer – as a judge at a Lego First robotics competition. Now senior services manager for 3D digital transformation, Karagiannis used his company-allotted volunteer hours to spend a day with Grade 4 Montréal elementary school students. “Eight employees judged the students’ team work and how they came up with their robot’s design,” he says. “I was incredibly impressed with their creativity. It’s a great initiative for Dassault Systèmes to support and a way to give back to the community.”

“Being part of a greater team that helps the company meet goals and be successful makes this a good place to work.”

__ Mary Kokitko Senior Manager, Operations Execution Excellence

Karagiannis has travelled farther afield in his position, to Tokyo, Venice and Sydney. “It adds to the experience of working here,” he says. “People like coming to work. You can trust your teammates, who are dependable.” They take workday breaks to play foosball or ping pong, where they might solve technical issues. Karagiannis is most satisfied when his team is engaged. “If they go home happy, that makes me happy. It also feels good when we get positive feedback from clients – it’s recognition of a job well done.”

DASSAULT SYSTÈMES CANADA INC. SPECIALIZES IN 3D DESIGN, 3D DIGITAL MOCK-UP, AND PRODUCT LIFECYCLE MANAGEMENT SOFTWARE Another long-time employee, Mary Kokitko, joined the company in 2004 as a quality assurance specialist. Today the senior manager of operations execution excellence credits internal and external training programs that help managers hone and expand their skills so they can be promoted. “I’ve taken courses on emotional intelligence, inclusion, conflict resolution and having respect within the team,” says Kokitko. “They help you remember what it is to be part of a team and understand different age groups, backgrounds and approaches to work. It’s a balancing act, but the courses and the company’s support are wonderful.”

For more information, visit us at 3DS.COM

Focus on work-life balance is also key. “The first day you walk in here, you get a laptop so you can work from home if you have a sick child or a service technician is coming to the house,” says Kokitko. “That trust is extended to employees, who feel it and send it back to their team. We all understand that working at home isn’t a free pass, it’s respect for the individual.” Employees who excel receive Spotlight Awards and Excellence Awards. “The awards make people feel valued,” says Kokitko. “Being part of a greater team that helps the company meet goals and be successful makes this a good place to work.” 

279

FULL-TIME STAFF IN CANADA

YEARS, AVERAGE AGE OF ALL EMPLOYEES

YEARS, LONGEST-SERVING EMPLOYEE

WEEKS, STARTING VACATION ALLOWANCE

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Dassault Systèmes Canada

MONTRÉAL’S TOP EMPLOYERS 2020

Giving back is always in fashion at Groupe Dynamite

hen Concordia University student Amanda Capano interned at Groupe Dynamite in 2011, she had no idea that the experience would launch her career with the Montréal-based global fashion retailer – but she’s delighted it did. The e-commerce team at Garage – one of the company’s two women’s clothing brands, along with Dynamite – invited Capano back the next summer and kept her on part-time during her final year at Concordia, where she was studying marketing at the John Molson School of Business. After graduation, she accepted a full-time job as a junior concept designer for Garage.

“This is a fast-paced, creative, dynamic environment. There's never a dull moment!”

GROUPE DYNAMITE GIVES BACK THROUGH CHARITABLE CONTRIBUTIONS AND HANDS-ON ENGAGEMENT, SUCH AS TREE-PLANTING

__ Sarah Paula Brami Vice-President, Talent & Culture

Capano has been in her current role as senior stylist, brand experience, at Garage since 2019. “I love it,” she says. “There’s lots of collaboration, I’m always running around the building sharing ideas with the design and visual teams and the marketing department.” International travel for photo shoots appeals to Capano, who has been to Iceland, Argentina, Alaska, Mexico, New York and Los Angeles. “It’s a huge plus. And if I travel on the weekend for work, I get a comp day off. It’s a great work-life balance.” Grounding the glamour of fashion is the volunteer work Capano and her colleagues have taken part in, including at a local

soup kitchen. “It’s nice to take time out of our busy day to help someone in need,” she says. “Giving back is essential in order for us to come together as a company and stand together as a brand.” Centraide (United Way) is a major beneficiary of the company’s charitable giving. “Montréal is one of the best places to work and live, but there are still big community issues like poverty and hunger,” says Sarah Paula Brami, vice-president, talent and culture. “It’s less about how much everyone is able to give and more about making a difference.” Brami also enjoys helping people at the

office. “I’m in a position where I can impact their well-being in a positive way, whether I’m trying to improve their working environment or supporting their development. If something has a positive impact on our people, it will have a positive impact on our business.” Making that impact can come in many forms. “I feel pumped when I’ve resolved an employee’s issue, or I meet a ‘star’ candidate who will impact the business and the team’s well-being, or I support an employee in any given situation,” says Brami. “This is a fast-paced, creative, dynamic environment. There’s never a dull moment!” 

1,512

FULL-TIME STAFF IN CANADA

28 93%

YEARS, LONGEST-SERVING EMPLOYEE

320

STAFF VOLUNTEER HOURS LAST YEAR

OF MANAGERS ARE WOMEN

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Groupe Dynamite Inc.

IN THE HEART OF FASHION, EVERY DAY. AU CŒUR DE LA MODE, TOUS LES JOURS. GROUPEDYNAMITE.COM

MONTRÉAL’S TOP EMPLOYERS 2020

Imperial Tobacco Canada offers opportunity and challenges

arushi Kumar was looking for three things in potential employers after earning her bachelor of commerce degree from McGill University. She wanted a technology-related position in a multinational company that offered structured career paths and the possibility of future international assignments. Kumar checked all those boxes – and a few others to boot – when she landed a position in June 2017 as a digital product owner with Imperial Tobacco Canada. “The industry is so interesting and challenging,” says Kumar. “The products are constantly evolving, regulations are constantly changing, and consumer demands are constantly increasing.”

“We are transforming what it means to work for a tobacco company.”

__ Jorge Araya Chief Executive Officer

In fact, she joined Imperial, founded in 1908, at a moment of historic change. “We are transforming what it means to work for a tobacco company,” says chief executive officer Jorge Araya. “With the emergence of potentially reduced risk products like Vype, we are pioneering uncharted territory that has the potential to make a significant impact on Canadians and people around the world.” To support its goals, Araya says, “we take developing talent very seriously.” One of the company’s primary vehicles for doing that is its Global Graduate Program. It is a one-year management training initiative that helps student hires acquire leadership skills and business acumen. Among other things, they spend two weeks

EMPLOYEES OF IMPERIAL TOBACCO CANADA DEVELOP A CAREER PLAN THAT INCLUDES MENTORING AS WELL AS LONG-TERM AND SHORT-TERM GOALS in London at the global headquarters of Imperial’s parent company, British American Tobacco, where they meet senior executives and fellow participants from around the world. Kumar spent a year in the program, which is only one component of Imperial’s approach to career development. “We have a very good buddy and mentor program,” she says. “I was assigned a buddy from our department when I joined. I was also assigned a mentor from a different department and a more senior level.” Imperial also expects employees to develop a career plan that includes short-, medium- and long-term goals. It supports

their individual journeys through mentoring, a suite of self-directed online learning tools, and financial assistance for external workshops. “They want you to have a career plan based on the roles you see yourself in,” says Kumar. “There’s midyear and end-of-year reviews to help you reach your objectives.” Imperial is part of a global company that operates in 180 countries. “We focus on providing the best tools and learning opportunities, including international career opportunities for people who want to grow,” says Araya. “The young people who join this company have a world of adventure ahead of them.” 

487 6,729 37 40%

FULL-TIME STAFF IN CANADA JOBS APPLICATIONS RECEIVED LAST YEAR YEARS, AVERAGE AGE OF ALL EMPLOYEES OF EXECUTIVE TEAM ARE WOMEN

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Imperial Tobacco Canada

MONTRÉAL’S TOP EMPLOYERS 2020

NetGovern encourages fresh ideas and learning

efore Yuliya Bagriy joined NetGovern Inc. in 2018, she worked from Montréal as a software tester for a company in Moscow. “But with an eight-hour time difference, it became difficult,” she says. “So I looked for a job with a local company.” Bagriy had a bachelor’s degree in information systems from North Kazakhstan State University and had worked in software testing before moving to Montréal from Kazakhstan. With her qualifications and experience, she had a wide choice of options. “But I’m a picky person,” she says. “I prefer to work for a company that brings value to the world. It’s also important to me to work in an environment where I can speak my mind.”

“I prefer to work for a company that brings value to the world.” __ Yuliya Bagriy Quality Assurance & Escalations Analyst Accustomed to working independently, with flexible working conditions, and with no interest in office politics, Bagriy was drawn to NetGovern. “We have a flat structure,” says Michael Mastine, vice president of operations. “Everyone is accessible. We also have a different culture. It’s a learning culture. Our annual budget for books is around $10,000.” Founded in 2001 as an email archiving company, NetGovern has expanded into data archiving and information governance. With 48 full-time staff in Canada and another 10 employees in Germany, the company helps businesses throughout the

EMPLOYEES AT NETGOVERN BENEFIT FROM A FLAT ORGANIZATIONAL STRUCTURE, WHICH HAS RESULTED IN VERY LOW STAFF TURNOVER world manage their data, including email, text and documents. As a quality assurance and escalations analyst, Bagriy spends her time testing and improving software that the company uses to provide its services. “NetGovern is almost 20 years old,” she says. “There’s a lot of legacy code that needs updating and improvement. My job is to bring fresh ideas. I’m encouraged to do it, and I like it.” NetGovern’s culture has not only attracted talented staff, it also inspires them to stay. “More than half the people here have worked at NetGovern for more than 10 years,” says Mastine, who joined the

company in 2006. As for their future, Mastine and Bagriy share a similar outlook. “One of my professors at McGill University said most engineers go into business, then become managers, and their skills go stale,” Mastine says. “But not me. I work in a stimulating environment. It’s not just the unique culture and the flat structure, we also work with really cool, cutting-edge technology.” Bagriy takes a similar outlook to her future. “You don’t need a label to do what you want to do here,” she says. “I have a lot of work to do, and I like doing it. I’m not stagnating, just evolving.” 

48 625 44 33%

FULL-TIME STAFF IN CANADA JOB APPLICATIONS RECEIVED LAST YEAR YEARS, AVERAGE AGE OF ALL EMPLOYEES OF MANAGERS ARE WOMEN

This story of was produced by Mediacorp in partnership with Postmedia, on behalf of NetGovern Inc.

MONTRÉAL’S TOP EMPLOYERS 2020

Pfizer employees work to make people’s lives better

fizer Canada employees and senior management have no problem uniting around a common purpose. “What draws us into work is our shared passion for developing breakthroughs that change people’s lives,” says Pfizer president John Helou. “That’s extremely meaningful for each and every one of us.” As a leading biopharmaceutical company, Pfizer develops a wide range of medicines and vaccines. The Montreal-based company has adopted an ambitious goal of launching 25 breakthrough medicines by 2025.

“We really are encouraged to challenge the status quo.” __ Luc Desbaumes Field Force Effectiveness Manager “The thing I really like about Pfizer is the overall mission to make people’s lives better,” says Luc Desbaumes, field force effectiveness manager. “I also very much appreciate the company’s four key values – courage, excellence, equity and joy. These are values I try to live not just in my work, but in my personal life as well.” On a corporate level, the value of courage is partly about the determination to pursue bold objectives like the 2025 goal. But it’s also about encouraging individual employees to think big and speak up. “My views, as a leader, are not the most important ones,” says Helou. “We value and respect everyone’s views and encourage their feedback and ideas.”

EMPLOYEES AT PFIZER CANADA IN KIRKLAND RAISING MONEY FOR CANCER RESEARCH Respect is also the first word that comes to mind for Desbaumes when asked about Pfizer’s workplace culture. “We really are encouraged to challenge the status quo,” he says. Pfizer places a strong emphasis on giving back to the community. Every December the company celebrates “Give A Hand Day,” in which all but a skeletal head office staff take a paid day off to volunteer with one of more than thirty community organizations. “It’s just a wonderful day,” says Helou.

“Over the past few years, I’ve worked with Habitat for Humanity to help build and renovate a home, served at food banks and packed backsacks for cancer patients.” Pfizer also sponsors a fellowship that seconds employees for up to six months to serve, with regular pay, for a worthwhile cause. This past summer, Desbaumes volunteered for more than two weeks at the Parapan American Games in Lima, Peru. “It’s another way this company shows you are valued,” says Desbaumes, “and lets you help others as well.” 

895 56% 53% 1,400

FULL-TIME STAFF IN CANADA OF EMPLOYEES ARE WOMEN OF MANAGERS ARE WOMEN STAFF VOLUNTEER HOURS LAST YEAR

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Pfizer Canada ULC

MONTRÉAL’S TOP EMPLOYERS 2020

Employees thrive together at Pharmascience

he fellowship flowed freely. Not to mention the food: at their annual Community Partnership Day last September, employees at Pharmascience Inc. cooked up large pans of lasagna, chili and shepherd’s pie for clients at Omega Community Resources, a Dorval non-profit that supports adults dealing with mental health issues. The volunteers also cleaned windows, tended gardens and did a dozen other tasks. The yearly charity event brings together more than 200 Pharmascience employees, and is always a “feel-good day,” says Julie Miron, commercial director, gastroenterology, with the company’s Pendopharm division. “It just puts things into perspective,” says the seven-year company veteran. “I’m healthy, I have family and friends, and I feel privileged every day to have a career where I learn and contribute in various ways, surrounded by a great team.”

“You feel encouraged and empowered to make decisions.” __ Julie Miron Commercial Director, Gastroenterology Founded by Morris Goodman and Ted Wise in 1983, Montréal-based Pharmascience has grown to become one of Canada’s largest manufacturers of generic and branded drugs. The founders’ belief in teamwork, entrepreneurship and giving back to the community is still very much alive. “One of the main things I noticed when I joined the company was really the open-mindedness of the people working

PHARMASCIENCE INC'S EMPLOYEES PARTICIPATING IN THE ENBRIDGE RIDE TO CONQUER CANCER IN JULY here and the spirit of collaboration,” says Miron. “You feel encouraged and empowered to make decisions.” In fact, “thrive together” is one of the company’s recently revamped core values, along with “own it and do it right,” “simpler, always better,” and “dedication to patients and clients.” The four corporate values were finalized last September after an extensive consultation process with employees and managers, explains vice-president human resources Irene Mascolo. After more than 30 years of rapid growth, says Mascolo, Pharmascience is now focused on becoming an efficient, best-in-class industry leader that puts pa-

tients, clients and community first. Being part of a company with a larger purpose makes work more meaningful, says Miron. “This is something I care deeply about,” she explains, “and you can see it with most of our employees – that we care about patient outcomes and feel we can make a difference.” Compassion for patients also translates into care for colleagues. As a working mom with two young children, Miron says she particularly appreciates the company’s support for work-life balance, including flexible work schedules for many employees. Among its many other benefits, Pharmascience also offers a matching RRSP pro-

gram, flexible health and dental plans, onsite gyms, and scholarships for the children and grandchildren of employees. 

1,439 37 1,800 48%

FULL-TIME STAFF IN CANADA YEARS, LONGEST-SERVING EMPLOYEE EMPLOYEE VOLUNTEER HOURS LAST YEAR OF MANAGERS ARE WOMEN

This story was by Mediacorp in partnership with Postmedia, on behalf of Pharmascience Inc.

MONTRÉAL’S TOP EMPLOYERS 2020

The Pomerleau Way builds on its values

omerleau Inc. is the only construction company in the world that identifies love as one of its values. So says Francis Pomerleau, chief executive, talent, culture and leadership. His company encourages love of ideas and of carrying them through, love of people, love of results and love of finding unparalleled solutions for the benefit of its communities. Its other values are authenticity, excellence, adaptability and innovation. “This is a differentiator for us,” Pomerleau says. “My father started the business in 1964 and we’ve always had a strong culture and sense of family. It’s what we call the Pomerleau Way.”

“We know if we want to keep growing, we need to accelerate the time it takes people to progress.”

__ Francis Pomerleau Chief Executive, Talent, Culture & Leadership

Based in Saint-Georges de Beauce, south of Québec City, Pomerleau has offices across the country as well as being a major player in Montréal’s construction sector. “We’re one of the top five or six companies in our industry in Canada,” says Francis Pomerleau. “Over half of our business is buildings, and we also do civil infrastructure such as bridges and dams. The company’s values were among the reasons project manager Stephan Lacombe decided to join Pomerleau in 2010 after working for eight years at smaller construction firms in Montréal. “I liked the values such as authenticity

POMERLEAU INVESTS HEAVILY IN EMPLOYEE TRAINING AND CAREER DEVELOPMENT, ENSURING STAFF GROW WITH THE COMPANY and the walk-the-talk attitude, and I felt there would be more opportunities at a larger company,” says Lacombe, who has a bachelor’s degree in civil engineering with a specialty in construction from the École de technologie supérieure, and is also a LEED accredited professional. His hopes for career growth turned out to be well founded. “My first role at Pomerleau was a mid-level project manager,” he says. “Then through the years the projects and teams grew bigger, and two years ago I assumed my current position. I’m overseeing more than $400 million of diverse projects.” Meanwhile, Lacombe has been devel-

oping his skills through internal programs such as the Foundation for Operational Excellence (FOX) initiative, involving about 100 people nationally in efforts to improve efficiency and eliminate waste. Another is Horizon, through which small groups of promising employees develop their soft skills like leadership and communication. “We know if we want to keep growing, we need to accelerate the time it takes people to progress,” says Francis Pomerleau. “That’s why we invest a lot in our employees, from finding them to onboarding to training and career development. We look for people who want to learn and grow with us.” And love the values. 

1,648 4 150 45

FULL-TIME STAFF IN CANADA WEEKS, STARTING VACATION ALLOWANCE CHARITIES HELPED LAST YEAR YEARS, LONGEST-SERVING EMPLOYEE

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Pomerleau Inc.

MAXIME BOISVERT

YOUR TALENT WILL SHAPE OUR STORY POMERLEAU.CA/CAREERS

Senior Project Manager Civil & Infrastructure

JOSEPH STRAUSS Builder of the Golden Gate Bridge

MONTRÉAL’S TOP EMPLOYERS 2020

Individual coaching sets PSB Boisjoli apart

fter earning a master’s degree in tax from the University of Sherbrooke, Stephanie Lebon-Rioux began her career at one of the big four accounting firms. But it wasn’t long before she concluded that big wasn’t for her. “In the big firms, you only hear from somebody when you do something wrong,” says Lebon-Rioux. “Here it’s completely different.” “Here” is PSB Boisjoli LLP, the midsized Montréal accounting firm that Lebon-Rioux joined three years ago. “If there’s something wrong they tell us,” says Lebon-Rioux, manager of the U.S. tax department. “But they also tell us when we get it right. It’s cool.”

“We take care of our employees. We really work together as a team.”

AT PSB BOISJOLI LLP, EMPLOYEES ARE ASSIGNED PERFORMANCE COACHES THROUGHOUT THEIR CAREER DEVELOPMENT

__ Patrick Grosjean Co-Managing Partner

That’s more than coincidental. It’s the way they do things at the company. “We take care of our employees,” says Co-Managing Partner Patrick Grosjean. “We really work together as a team.” PSB Boisjoli actively recruits recent graduates with bachelor’s degrees in business or commerce. They eventually have to acquire their designation as a certified professional accountant or, in Lebon-Rioux’s case, an Internal Revenue Service designation as an enrolled agent. Accounting students must acquire several years’ professional experience, complete post-graduate studies and pass a final exam that take place over three days. Grosjean

says the company provides financial assistance and external coaches as well as appointing individual performance coaches to support each employee on their journey. “The first five years is very important in a young person’s career development,” says Grosjean. “Besides the performance coach, there are a lot of senior people supervising how they’re progressing.” “I have a coach who is head of our U.S. tax department,” Lebon-Rioux says. “She is always available and always there for me. It really boosts your confidence.” Grosjean acknowledges that employees work “extremely hard,” especially during tax season, but management compensates

in several ways. Once audits are complete and returns filed, the office is closed for Staff Appreciation Day and the firm has an “after tax party”. The company also organizes a firm-wide Fun Day in the summer for team activities such as scavenger hunts. Every employee is entitled to a $1,000 per year health and wellness benefit, which can be used for a variety of activities such as gym memberships, weight-loss programs or personal coaching. The company also pays for parking and reimburses employees who rely on public transit. Employees are allowed to work from home, when necessary, for personal reasons or because of bad weather. “Sometimes in

DOES YOUR WORK-LIFE BALANCE HANG IN THE BALANCE? Respect, health, well-being and achieving a balance between professional and personal life is our priority. Come see how PSB BOISJOLI takes care of its employees. psbboisjoli.ca

winter it’s just not worth trying to come into the office,” says Grosjean. 

205 28 47 50%

FULL-TIME STAFF IN CANADA YEARS, AVERAGE AGE OF ALL EMPLOYEES YEARS, LONGEST-SERVING EMPLOYEE OF MANAGERS ARE WOMEN

This story was produced by Mediacorp in partnership with Postmedia, on behalf of PSB Boisjoli LLP

MONTRÉAL’S TOP EMPLOYERS 2020

PSP Investments goes long on inclusion

efore Francis Laparé joined Montréal-based Public Sector Pension Investment Board (PSP Investments) in 2018, he was an infantry officer with the Canadian Armed Forces for 10 years and was deployed twice to Afghanistan. Upon his return, he completed a master’s degree in building sciences and worked in real estate project management. A military background has served Laparé well in his role at one of Canada’s largest pension investment managers. “The military has tools and protocols just like PSP Investments does,” he says. “These enable us to focus exclusively on the analysis of an opportunity and on efficient execution.”

“When we break down barriers and allow people to be their authentic self they'll feel trusted and respected.”

__Giulia Cirillo Senior Vice-President & Chief Human Resources & Global Communications Officer

PSP’s projects involve complex transactions, multiple stakeholders and tight deadlines. As a result, Laparé works closely with his colleagues in the real estate group, where he is an analyst. “The army teaches how to plan and function in integrated teams,” says Laparé. “At PSP Investments we have a great culture of collaboration, which means we have an efficient and robust decision-making process.” This culture is bolstered by PSP’s Inclusion and Diversity Council, which has eight affinity groups, including one for veterans and one for diversity of thought,

EMPLOYEES AT THE MONTRÉAL HEAD OFFICE OF PSP INVESTMENTS TAKING A MOMENT TO CHAT IN ONE OF THE OFFICE'S INFORMAL CAFÉ SPACES of which Laparé is a member. The other groups are Indigenous People, LGBTQ+ individuals, people with disabilities, visible minorities, gender dynamics and multi-generations. Any employee can be a member of any of the groups. Giulia Cirillo, senior vice-president and chief human resources and global communications officer, is proud of the strides made by the Inclusion and Diversity Council, which she and CEO Neil Cunningham helped establish in 2017 and have co-chaired since. “If you’re part of the LGBTQ+ community, for example, you know that work is a safe place to come out and be heard,” she says.

Listening to employees is something Cirillo relishes. “I’ve had a great day when I’ve had meaningful conversations with people who wish to chat, to help get them through a thought process and unleash their will to succeed. One-on-ones are fulfilling – sharing time and eye contact with someone and hopefully making a positive impact.” In November, PSP Investments held its second Inclusion and Diversity Forum. Over a week, external speakers led sessions that complemented the affinity groups’ work. “When we break down barriers and allow people to be their authentic self, they’ll feel trusted and respected,”

says Cirillo. “That speaks volumes to the culture of our organization.” 

857 26 4 33%

FULL-TIME STAFF IN CANADA WEEKS, FAMILY LEAVE TOPUP PAY WEEKS, STARTING VACATION ALLOWANCE OF EXECUTIVE TEAM ARE WOMEN

This story was produced by Mediacorp in partnership with Postmedia, on behalf of PSP Investments

Think you have the edge we need? Sharpen it By deep-diving into the world of investments

Experience it

Develop it

At one of Montréal’s largest pension investment managers

By immersing yourself into the behaviours that drive our culture

www.investpsp.com @investPSP

MONTRÉAL’S TOP EMPLOYERS 2020

At Richter, stewarding the next generation

f one word describes what attracted Stephanie Croteau to Richter LLP, it would be family. Croteau joined Richter just 18 months ago when her sister’s friends told her about the firm’s family account management (FAM) division. Until then, she’d worked in auditing with another firm, but she could see the potential for herself and for Richter in advising businessowners, entrepreneurs and generations of families. “I love working with families,” she says. “Human beings are at the centre of our mission.” As an associate, Croteau applies her specialized financial and accounting skills to help business families address specific complexities including multiple types of investments, sophisticated legal structures, complicated compliance requirements, philanthropical initiatives and unique challenges relating to cash management.

“I love working with families. Human beings are at the centre of our mission.” __ Stephanie Croteau Associate, Family Account Management The service seems to have met a growing demand. Since 2018, when Croteau joined the firm, the FAM team has more than doubled. “Richter is unique in offering such services,” she says. As one of Canada’s largest independent accounting and consulting firms, Richter was founded in 1926 and focuses on providing accounting and advisory services to public and privately-owned companies, entrepreneurs and business families. “Owner-managed businesses need

THE ANNUAL SUMMER STAFF PARTY FOR RICHTER LLP IN MONTRÉAL

trusted advisors,” says Vincent De Angelis, a tax partner who has spent more than 20 years with Richter. “That’s one of the things that attracted me to the firm. There’s lots of great energy with entrepreneurial businesses.” As a tax partner, De Angelis focuses his practice on structuring purchase and sale transactions, the reorganization of shareholdings of Canadian privately-owned corporations and consulting in all areas of Canadian income tax compliance. “There’s an emphasis here on human connections,” he says. “We encourage collaboration. From day one, we make sure that new recruits have access to senior

people in the firm to help them grow.” Croteau is one of five children in her family, and her sister, mother, stepfather and father all work in the areas of finance and wealth management. “Both my grandfathers were accountants, as well,” she says. “In fact, one of my earliest memories is watching my grandfather with his calculator.” For her, Richter’s values mirror her family’s values. “There’s a good family environment here at Richter,” says De Angelis. “One of my mentors said when I started, ‘We’re custodians for the next generation’. And it’s true for us, too: as partners, we have the responsibility to grow and strengthen the

business so we can pass it on to the next generation of partners.” 

492 30 58% 49%

FULL-TIME STAFF IN CANADA YEARS, LONGEST-SERVING EMPLOYEE OF EMPLOYEES ARE WOMEN OF MANAGERS ARE WOMEN

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Richter LLP

MONTRÉAL’S TOP EMPLOYERS 2020

Rio Tinto leads a global transformation

milie Comeau joined Rio Tinto in early 2019 as principal advisor in the company’s Processing Centre of Excellence (CoE), an initiative launched to improve the processes involved in transforming minerals into metals – not just in Canada but in the company’s mining operations around the world. “The attraction for me was the opportunity to have a global impact,” says Comeau, an electrical engineer who had previously spent 14 years as a consultant to mining companies and manufacturers. “In this role, you can contribute to big success stories.”

“The attraction for me was the opportunity to have a global impact.” __ Emilie Comeau Principal Advisor, Processing Centre of Excellence

Rio Tinto, which produces aluminum, iron ore, titanium and diamonds from sites in Labrador, Quebec, British Columbia and the Northwest Territories, is a leading global mining and metals company that operates across Australia, the United States, Mongolia and Chile, among other places. In 2018, its Montreal office was chosen as a hub for supporting operations around the world and was designated the global Processing Centre of Excellence. “It provides our employees the opportunity to be exposed to a broader range of business challenges,” says Maxime Savignac, Rio Tinto’s vice-president human resources, aluminum. “You can be working one day on productivity issues at our aluminum smelters in Quebec’s Saguenay region. The next day could be Australia or elsewhere. It’s super exciting.”

EMILIE COMEAU IS AN ELECTRICAL ENGINEER WITH RIO TINTO AT THE COMPANY'S PROCESSING CENTRE OF EXCELLENCE IN MONTRÉAL Along with engineers, the Processing CoE employs experts in automation, instrumentation, process safety, next-generation process technology and the emerging field of analytics. “Over the next five years we will continue to transform our business through productivity initiatives and new technologies,” Savignac says. “Employees in the Processing CoE are working on the future of the organization.” To get there requires a high degree of collaboration with colleagues working on different continents, across a wide range of commodities and with varying professional backgrounds. “By challenging ourselves we deliver the best outcomes,” says Comeau.

“You have to come together and agree on next steps, drawing on diverse points of view and seeing things through different professional lenses.” Some of the work is done remotely, but Comeau has also travelled as far afield as Australia to advance projects and take part in summits with processing experts from across the company’s diverse global operations. “It is really valuable to have face-toface meetings with international teams to draw on combined experiences and chart our path forward,” says Comeau. Apart from the work itself, Comeau also enjoys the company’s contemporary, openspace work environment. “I love it,” she

Engineering is full of growth opportunities for women willing to invest in a sustainable future for generations to come.” Gabrielle Milot, Process Coordinator

You never know where a career at Rio Tinto will take you. riotinto.com/careers

says. “You have far more interaction with colleagues because there are no physical barriers.” 

15,000 1,057 50 3

FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR YEARS, LONGEST-SERVING EMPLOYEE WEEKS STARTING VACATION ALLOWANCE

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Rio Tinto

Match your degree or diploma with employers that recruit new grads with your academic background Published annually since 1992, The Career Directory is Canadaâ&#x20AC;&#x2122;s longest-running and best-loved career guide for new graduates. Each year, our editorial team reviews thousands of employers to determine the academic qualifications they actively seek in younger job-seekers. The result is a wonderful, free resource that helps new graduates find student jobs that make the most of their university degree or college diploma.

CareerDirectory.ca Match your degree or diploma with employers that actively recruit new grads with your educational qualifications!

Tell us your story If you are an exceptional employer with progressive HR programs and initiatives, we invite you to submit an application for next year’s edition of Montréal’s Top Employers. For information, please visit:

CanadasTop100.com Our 2021 application will be available in February through the national Canada’s Top 100 Employers competition.

ye r s

Mon

’s T o p E m

plo

l réa